This research provides a tool to select and prioritize new comers to work based on their preentry organizational commitment propensity through examining links between the big ﬁve personality factors: extroversion, agreeableness, conscientiousness, neuroticism, openness; and three component model of organizational commitment: aﬀective commitment, continues commitment, normative commitment. Findings show that extroversion and openness respectively have positive and negative eﬀects on all three components of organizational commitment. Results gained by Structured Equation Modelling (SEM) indicate neuroticism is negatively related to aﬀective and continues commitment and positively to conscientiousness eﬀects on continues commitment. In the second part of the study, the received results are applied to extract the general equations that enables to estimate new comer’s pre-entry organizational commitment and to rank them using TOPSIS and AHP. The AHP is used to determine the relative weights of commitment criteria and TOPSIS is employed for the ﬁnal ranking of new comers based on these criteria’s.